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10514. JOB ENRICHMENT WORK TEAMS AND UNIONS. Considers legal issues related to "quality circles" and job enrichment teams: Are they unions? Are team leaders managers? Discusses the new ruling by the National Labor Relations Board which limits the subject matter of quality circles. 5p., 2f., 1b.
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$35
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10455. GENDER DISPARITIES FOR WOMEN IN MANAGERIAL POSITION, SALARY AND PROMOTIONS. Following an overview of the existing situation in terms of salary inequities, workforce participation, occupational segregation and promotional inequities, the analysis considers explanations for existing equities and possible barriers to female occupational and salary advancement. The concluding analysis addresses possible remedies to persistent inequities, taking into account EEO/Affirmative Action remedies, corporate remedies such as organizational/job reform, and social reform. KEYWORDS: women management glass ceiling gender disparity inequity sex discrimination. 15p., 36f., 27b.
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$105
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10409. INDUSTRIAL RELATIONS: JAPAN AND THE UNITED KINGDOM. This paper compares and contrasts industrial relations in Japan and the United Kingdom from the perspective of evolving systems in each country. Following an overview of the "traditional" system of industrial relations along with a review of recent changes (and causative factors) in each country, a summary comparison of the two systems is presented. KEYWORDS: comparative labor industrial relations japan uk. 12p., 40f., 28b.
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$84
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10328. EMPLOYEE ATTITUDES TOWARDS UNIONS. This paper provides an overview of contemporary employee attitudes towards unions. It examines models of union commitment and the factors involved in employee union commitment, with attention to the relationship between membership decline and union commitment. The paper then explores possible factors involved in changing union composition, addressing the impact of quality of work life programs, considering the observed negative relationship between union membership and job satisfaction, and the influence of employer anti-union campaigns. Finally, the investigation examines the growth of association-type labor organizations and looks at how employee attitudes towards these relative new labor organizations differ from employee attitudes towards traditional unions with collective bargaining powers. 12p., 21f., 17b.
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$84
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10327. EXECUTIVE PAY: AN INTERNATIONAL COMPARISON. This paper analyzes the current executive pay controversy within a comparative framework. The analysis begins with an examination of the scope and extent of CEO pay differentials in the U.S., Japan and the EEC and a review of industrialized nations' executive compensation trends. The extent to which corporations within any industrialized nation compensate CEOs based on performance is considered. The next section examines some of the effects of CEO overpayment and considers some of the reasons why American CEOs are paid more than their foreign counterparts. The concluding section considers the need for reform and looks at specific proposals for reform in executive pay within the United States. 13p., 47f., 27b.
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$91
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10321. EMPLOYEE PERFORMANCE EVALUATION. Following a brief discussion of the importance of employee performance appraisals and their central objectives, the paper discusses some of the major problems with traditional approaches and presents alternative strategies to improving the process. 5p., 16f., 10b.
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$35
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10232. ORGANIZATION DEVELOPMENT: INTERVENTION & IMPLEMENTATION TRENDS. This term paper examines trends and developments in OD interventions over the past decade with a view in mind towards the future viability of OD practice. The central research question are answered through an analysis and interpretation of both qualitative and the more limited quantitative recent OD literature as well as through an examination of pertinent cases in OD intervention implementation. Following a brief definition of OD and a discussion of the major categories of OD intervention, the analysis looks at cases of OD intervention in a range of industries and organizations. KEYWORDS: organizational development OD interventions organizational systems. 21p., 62f., 53b.
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$133
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10216. EMPLOYEE STOCK OPTION PLANS (ESOPS). This term paper explores the types and uses of ESOPs as well as analyzing their advantages and disadvantages to both the employee owner and the corporate employer who establishes the program. The effect of ESOPs on employee security, the influence of such programs over employee motivation and productivity, and the tax and finance ramifications for corporate sponsors are considered and discussed. In addition to considering the pros and cons of ESOPs in general, the analysis will look at their application in specific companies. KEYWORDS: esops employee stock options employee ownership employee motivation. 17p., 31f., 24b.
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$119
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10210. JOB PROFILE OF A SALES MANAGER. A summary of a series of job-related questions posed to the sales manager of a car dealership. Considers job requirements, job responsibilities, recruitment and training practices and compensation. 7p. 0f. 0b.
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$49
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10110. RESEARCH DESIGN: THE EFFECTIVENESS OF ROLE-PLAYING TECHNIQUES IN BUSINESS MANAGEMENT. This paper presents a research design for investigating the use and effectiveness of role-playing in management training and development, conflict resolution, case problem resolution, intragroup relations training, and as an adjunct to employee selection. Presents a research design for empirical investigation of role-play effectiveness. KEYWORDS: research design role playing management training development. 12 pages, 32 footnotes, 28 bibliographic sources.
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$84
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09919. RESEARCH DESIGN: FACTORS CONTIBUTING TO JOB SATISFACTION. Proposal and research design for a study which investigates whether or not selected job characteristics, job context factors and worker perceptions of equitable compensation contribution to the job satisfaction of two groups of public administrators. Presents a review of prior research, an overview of the research problem, hypotheses, variables (independent, dependent and intervening), measurement parameters, and sampling procedures. 15p., 14f., 17b.
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$105
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09918. AIDS IN THE WORKPLACE. 7p. 16f. 8b. See Section 16.
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$49
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09716. PARTICIPATIVE MANAGEMENT. Defines the concept, outlines its history and theory, discusses its objectives and applications and then analyzes the obstacles to its implementation. 10p., 17f., 12b.
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$70
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09698. PRODUCTIVITY IN THE PUBLIC SECTOR. A look at some of the efforts taken to improve productivity within public sector organizations. Discusses the impetus behind such efforts, the problems inherent in managing productivity in the public sector, programs in-place, and some of the conditions for successful program implementation. 11p., 11f., 7b.
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$77
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09695. THE FUTURE OF PILOT UNIONS. An analysis and assessment of the future of commercial pilot unions (ALPA and Allied). Following a brief historical overview, considers the "critical factors" in the unions' future: political climate, deregulation, anti-unionism, management's cost-cutting tactics, and inter-union rivalry within the industry. 14p., 47f., 41b.
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$98
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09694. PROMOTION, EQUITABLE TREATMENT AND THE LAW. A case analysis of a promotion-decision situation in public administration (the supervising administrator must decide who to promote between a choice of one male and one female applicant, both who have similar backgrounds in training and experience). Provides an overview of EEOC Guidelines, CSRA regulations, and factors to consider in the use of performance appraisal data. 10p., 16f., 8b.
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$70
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09693. EMPLOYEE MOTIVATION: MATERIAL REWARDS VERSUS EMPLOYEE DEVELOPMENT. An evaluation of the theoretical basis, advantages and disadvantages of two contrasting approaches to employee motivation: 1) Material rewards and the threat of their removal; and 2) opportunities to engage in activities promising self-development and growth. 10p., 14f., 12b.
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$70
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09692. MERIT PAY: FAILING TO LIVE UP TO THE PROMISE. Considers the theoretical and practical advantages and disadvantages to pay-for-performance systems implemented for groups of government employees under the provisions of the Civil Service Reform Act of 1978. Concludes that such systems are severely limited by a number of practical barriers to their implementation and also questions the theoretical basis behind their objectives. 10p., 24f., 8b.
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$70
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09670. THE TAIWANESE WORK FORCE AND THE STATUS OF LABOR RELATIONS IN TAIWAN. Analyzes the labor situation in Taiwan from the perspectives of an American manager planning on doing business in Taiwan. Profiles the major characteristics of the labor force (work ethic, labor productivity, wages, etc.), union/management relations, and the impact of the developing high technology industry on labor. 14p. 26f. 15b.
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$98
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09667. JAPANESE MANAGEMENT RECRUITMENT PRACTICES. Profiles management recruitment practices in Japan, considering their impact on the structure and operations of the organization, and compares such practices with recruitment procedures in the United States. Also considers how the Japanese have adapted these recruitment practices in their U.S. subsidiaries. 5p., 14f., 10b.
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$35
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09617. ECONOMICS OF COMPARABLE WORTH. This term paper argues against the implementation of comparable worth. Demonstrates that gender pay inequities and female occupational segregation are more the result of compensating wage differentials and women's personal choices than employer discrimination. Maintains that the forces of supply and demand, not government regulations on job "worth" are the best objective measure of wage scales. Further argues that comparable worth programs would disturb free market labor regulation in a way which would result in both labor shortages and labor surpluses within certain occupational groups. KEYWORDS: comparable worth gender parity wages women labor force. 12p., 23f., 17b.
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$84
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09616. THE TRANSFORMATION OF AMERICAN INDUSTRIAL RELATIONS BY KOCHAN, KATZ AND MCKERSIE. Summary and analysis of the central thesis, major themes and conclusions in this book which explores historical changes in the U.S. labor-management paradigm. 5p. 12f. 1b.
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$35
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09615. TESTING FOR DRUGS AND AIDS: ISSUES FOR UNION AND MANAGEMENT. Considers economic, social and legal issues in employee drug testing and employee AIDS screening from both the proponent's (management) and opponent's (union/employee) viewpoint. Concludes that while employee drug testing (under certain parameters) finds widespread legal and public support, employee AIDS screening is legally, socially, and medically indefensible. 12p., 28f. 11b.
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$84
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09607. HUMAN RESOURCE MANAGEMENT IN BABBITT. Compares the human resources management style of Sinclair Lewis' protagonist, George Babbitt, with the goals and techniques described in Richard Daft's Management. 6p. 6f. 2b.
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$42
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09594. THE RIGHT TO STRIKE IN THE PUBLIC SECTOR. Explores the controversy over public employees' right to strike in the U.S. Compares private versus public employees' right to strike and the laws in the U.S. with other industrialized countries. Traces the evolution of collective bargaining in the public sector, concluding that the right to strike will soon be as clearly established in the public sector is it currently is in the private sector. 11p., 28f., 9b.
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$77
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09582. MANAGEMENT'S ROLE IN EMPLOYEE MOTIVATION FOR THE 1990S. An overview of contemporary motivational theories and techniques, with a focus on participative management strategies, goal setting/expectancy theory, and new perspectives on external (e.g., wages, benefits) rewards. 10p., 30f., 28b.
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$70
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09560. CAREER MANAGEMENT: THE INDIVIDUAL AND THE ORGANIZATION. A comprehensive analysis of the career management process, including a description and analysis of the integration of work values, assessment of professional communication skills and the understanding of personal and managerial style. Models of career management are presented and analyzed. The positive relationship between individual career effectiveness, organizational career development efforts, and general organizational effectiveness is established. 20p., 61f., 32b.
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$133
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09520. THE EFFECT OF TECHNOLOGY ON JOBS AND WORKERS. Argues that the advancement of technology and increasing automation in the work place has created a need for well-trained and computer-literate workers -- a need which the current educational system has failed to meet. 5p. 6f. 7b.
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$35
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09454. MANAGING EMPLOYEE PRODUCTIVITY IN THE PROJECT MANAGEMENT ENVIRONMENT. Presents theory and proposes techniques for managing worker productivity within the project management environment of a matrix organization. Concludes that while goal setting is the optimal method for boosting group level productivity, this technique may be difficult to implement in the matrix structure. 14 pages, 37 footnotes, 28 bibliographic sources.
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$98
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09449. MANAGEMENT AND WORKER APATHY. An overview of the problem of worker apathy, including workers' lack of trust for management and organizational commitment. Explores the dimensions of the problem and makes recommendations (build organizational commitment through participatory structures) for solving the problem from the perspective of a human resources manager. 10 pages, 25 footnotes, 20 bibliographic sources.
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$70
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09398. THE IMPACT OF COMPUTERS OF INTER- AND INTRA-OFFICE COMMUNICATIONS. Through a comprehensive review of business communication literature, the investigation explores the effects of computers on business communication, looking at both the indirect effects as well as the types and characteristics of direct computer communication systems. Concludes with a summary of findings and speculations about the pitfalls and opportunities in continued expansion of computer-mediated communication systems. 25 pages, 37 footnotes, 36 bibliographic sources.
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$133
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09396. JOB SATISFACTION, PERFORMANCE EVALUATIONS AND CAREER DEVELOPMENT: A REVIEW OF THE ORGANIZATIONAL BEHAVIOR LITERATURE WITH IMPLICATIONS FOR MILITARY PROFESSIONALS. Explores the impact of performance appraisals, managerial style and organizational structure on professional career development and employee job satisfaction. Focus is on how occupationally-oriented organizational behavior research can be utilized within a military setting now undergoing transformation from an institutional to an occupational outlook. 23p. 48f. 35b.
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$133
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09270. VISUAL HEALTH HAZARDS AMONG VDT WORKERS. A comprehensive review of the literature concerning visual hazards to workers resulting from video display terminal work. Radiation exposure, ergonomics (work environment and worker comfort) and job stress factors are considered. Includes a review of the literature from government, private study, medical and business sources. 21p. 50f. 34b.
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$133
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09269. SOCIAL KNOWLEDGE SYSTEMS. A comparative analysis of three social knowledge systems models in terms of how they can be applied to performance appraisal and how they characterize the creation and utilization of personnel data within that process. 18p. 23f. 6b.
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$126
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09268. HIGH TURNOVER AND THE PART-TIME EMPLOYEE. An investigation which explores evidence for the hypothesis that the main variable in high turnover of part-time employees is management's failure to provide adequate motivation and incentive. Profiles the part-time worker, discusses costs of turnover, and argues that a lack of job attachment and organizational commitment among part-timers leads to high turnover. 11 pages, 20 footnotes, 14 bibliographic sources.
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$77
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09267. THE ROLE OF LABOR UNIONS FROM A HUMAN RESOURCES PERSPECTIVE. The history and role of organized labor is examined from the standpoint of the human resources manager; declining power and influence of unions is seen leading to a more cooperative labor-management relationship. 15 pages, 22 footnotes, 6 bibliographic sources.
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$105
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09265. PERSONNEL POLICIES IN AUSTRALIA AND FRANCE. A comparative analysis of government-mediated employment regulations and status of unionization and collective bargaining in each country. 5 pages, 13 footnotes, 9 bibliographic sources.
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$35
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09237. WOMEN AND WORK IN JAPAN. n investigation of personnel policies in Japan as they apply to women. Following a discussion of the status of women in the Japanese labor force, the analysis traces the underlying factors of personnel structure, legal sanctions, social pressures, and economic forces which keep women in a position of second-class citizenship. Includes Table of Female Workforce Rates by Occupation. 10 pages, 29 footnotes, 15 bibliographic sources.
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$70
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09073. TEACHING JOB APPLICATION FORMS. Examines the kinds of data collected on a typical teaching job application form, and the personnel administrator's purpose in requesting each piece of data. 10p. 3f. 2b.
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$70
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09072. PROFIT SHARING AS A VEHICLE FOR EMPLOYEE MOTIVATION AND CORPORATE TURNAROUND. Explores the potential of profit sharing programs to motivate employees and generate greater profits for the company as a whole. History, rationale, and theoretical basis for profit sharing are taken into consideration and specific types of programs and the companies in which they have been implemented are also analyzed. Concludes with a set of summary recommendations covering the implementation of a profit sharing program aimed specifically at improving employee motivation. 22 pages, 34 footnotes, 32 bibliographic sources.
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$133
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09071. HOW COMPUTERS ALTER WORK RELATIONSHIPS. Explores the social dimensions of the computer-worker relationship. Considers how computers in the workplace effect changes in worker self-perceptions, alter social hierarchies, and change communication patterns in the work environment. Possible solutions to the problems presented are also considered. 12 pages, 9 footnotes, 7 bibliographic sources.
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$84
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09070. THE USE OF VISUALIZATION AND OTHER MOTIVATION ENHANCING TECHNIQUES IN ATHLETICS. Explores the use of "mental practice" such as visualization to motivate and improve performance athletes. Theory, components, and specific examples are presented. 8 pages, 17 footnotes, 9 bibliographic sources.
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$56
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09069. THE MANDATORY RETIREMENT DEBATE. Presents the arguments for and against mandatory retirement and proposes solutions to the conflict. Recommendations include early retirement payments, parttime and consulting roles for older employees, and temporary situations for workers over 55 years of age. 7p. 13f. 6b.
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$49
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09068. CADD SYSTEM IMPLEMENTATION IN THE ARCHITECTURAL DIVISION OF BECHTEL: IMPACT ON EMPLOYEE SATISFACTION. Survey study using a self-report questionnaire to explore the particular characteristics of the CADD system (and its implementation at Bechtel) which may impact employee level of Job satisfaction. Findings are presented for both quantitative and qualitative data. 30p. 0f. 32b.
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$133
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09055. HISTORY OF ORGANIZATIONAL DEVELOPMENT (OD): ISSUES, CONFLICTS AND TRENDS. Traces the development of organizational development (OD), analyzing historical changes in its theory and application. Reviews the inherent conflict between "bottom line" performance objectives and the traditionally "human centered" values of OD theory and discusses the growing importance of organizational culture within OD theory and practice. Founders and major theorists in the field, including Argyris, Herzberg, Maslow, Lewin, French and Bell, are discussed. KEYWORDS: organizational development organization theory behavior OD human resources management. Turabian style with endnotes. 20 pages, 43 footnotes, 38 bibliographic sources.
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$133
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09025. IMPACT OF OFFICE AUTOMATION ON LEVEL OF WORKER SATISFACTION AND PRODUCTIVITY. A research study dealing with human factors in office automation. Three main categories of impact are discussed: environmental factors, mainly dealing with work station ergonomics; psychological factors, mainly dealing with coputer phobia; and social ego factors. 24p. 56f. 31b.
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$133
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09006. DEREGULATION AND DIMINISHING EXPECTATIONS: A SURVEY STUDY OF EMPLOYEE EXPECTATIONS IN THE AIRLINE INDUSTRY. Proposal for a survey study of four work groups of airline employees investigating their attitudes and expectations about work. Outline of review of literature, hypothesis, and methodology. Includes 2-page survey questionnaire. 9 pages, 5 footnotes, 28 bibliographic sources.
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$63
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08867. DRUG TESTING OF EMPLOYEES. First-person discussion of the pros and cons of drug testing of employees by business and government. The paper takes a strong stand against unilateral mandatory drug testing of employees. 6 pages, 6 footnotes, 5 bibliographic sources.
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$42
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08866. NON-MONETARY INCENTIVES FOR EMPLOYEE MOTIVATION. An overview of the techniques and tactics beyond straight salary that employers currently use to ensure employee job satisfaction and promote employee motivation. Outlines motivational theory. 7 pages, 9 footnotes, 8 bibliographic sources.
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$49
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08865. FIVE VIEWS ON ORGANIZATIONAL LEADERSHIP. Reviews and analyzes five expert studies of leadership, with the objective of ascertaining how these experts view the purpose and evaluation of leadership. 5 pages, 8 footnotes, 5 bibliographic sources.
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$35
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08864. CYBERPHOBIA: THE PROBLEM AND ITS SOLUTIONS. Following a brief discussion of the components and potential causes of computer phobia, this investigation addresses a number of possible solutions to the problem including training and education, user support, management action, system design, and psychological support. 14 pages, 26 footnotes, 15 bibliographic sources.
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$98
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08863. PROPOSAL FOR AN EMPLOYEE PERFORMANCE APPRAISAL SYSTEM. Taking the form of a memo the a hospital CEO, this essay proposes the implementation of an employee performance appraisal system at a community hospital. 5p. 0f. 0b.
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$35
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08861. WHAT IS EFFECTIVE MANAGEMENT? A brief review of management and communications literature suggesting that effective managers are, first and foremost, effective communicators. 4 pages, 6 footnotes, 6 bibliographic sources.
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$28
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08857. STATUS OF ANTI-DISCRIMINATION LEGISLATION. Describes and assesses legislation implemented to protect minorities. Reviews major court cases and discusses recent changes/decisions in affirmative action. The issue of reverse discrimination is also discussed. 10p. 18f. 18b.
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$70
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08811. THE PETER PRINCIPLE BY LAURENCE J. PETER. Review and analysis of this popular book which argues in an organization based on a heirarchy, every employee tends to rise to his level of incompetence. 3p. 2f. 1b.
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$21
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08691. STRESS IN THE WORKPLACE. Based on a review of literature in the field, this essay presents a brief overview of the topic of stress in the work environment. Defines "stress" and discusses a variety of theories on the management of stress. 6 pages, 13 footnotes, 9 bibliographic sources.
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$42
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08656. RECRUITMENT OF A TELEMARKETING MANAGER AT IBM. A complete recruitment program, including budget, goals, selection criteria, and measurement. Gives specific details on application criteria and measurement and interview criteria and measurement. 13p. 8f. 15b.
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$91
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08554. INFORMAL INSTRUCTIONS AND MISCOMMUNICATIONS IN BUSINESS. Presents first-person feedback and rulebook procedures which should be used to back up informal telephone messages and memos. 4 pages, 3 footnotes, 3 bibliographic sources.
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$28
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08464. GROUP MORALE. The paper considers the problem of group morale within the organization: how it is created, what factors affect it over the short and long term, and what its importance is for overall productivity and creativity. 5 pages, 4 footnotes, 5 bibliographic sources.
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$35
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08463. THE EFFECT OF ORGANIZATIONAL STRUCTURE ON EMPLOYEE MOTIVATION. Explores how differences in management style, with their implicit differences in organizational structure, contribute to or inhibit employee motivation. 5 pages, 6 footnotes in text, 9 bibliographic sources.
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$35
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08330. INCENTIVES AND REWARDS FOR ENTREPRENEURIAL AND INNOVATIVE CONTRIBUTIONS. Based upon the assumption that an entrepreneur is a creative and innovative individual and hence an important resource for any organization, this study examines types of enticement, incentives, and rewards used to attract and retain entrepreneurial employees. Several cases are considered. 20 pages, 44 footnotes, 17 bibliographic sources.
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$133
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08329. CASE ANALYSIS REPORT. A case analysis of the management and employee relations implications of the incidence of "sudden, unexpected, nocturnal death" among Southeast Asian immigrants working in a large accounting firm in the U.S. 5p. 3f. 2b.
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$35
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08223. MARKETING EAPS. Examines the history, development and social and legal implications of the growth of Employee Assistance Programs within the corporate environment. Target market, marketing strategy, and competition are analyzed. 9p. 7f. 10b.
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$63
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08221. ORGANIZATION STRUCTURE AT THE DEPARTMENT OF MOTOR VEHICLES. Analysis of the organizational and management structure of the DMV within the context of motivational theory and job enrichment techniques. 7p. 1b.
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$49
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08220. EMPLOYMENT DISCRIMINATION AND EMPLOYEE DRUG TESTING. Examines the underlying issues and industry trends surrounding a lawsuit filed by a Southern Pacific employee charging that her employer illegally required her to submit to drug testing or face dismissal. Union reactions and legal implications to drug testing programs are examined. 14p. 26f. 11b.
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$98
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08151. DEVELOPMENT OF HUMAN RESOURCES MANAGEMENT IN THE U.S. Assesses the historical development, goals, and processes of human resource management. HRM is viewed as a natural outgrowth of 1920's personnel administration, representing an integration of the various disciplines of scientific measurement, sociology, and behavioral psychology. 6 pages, 7 footnotes, 6 bibliographic sources.
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$42
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08136. HUMAN RESOURCES PROCESSES IN THE UNITED STATES. The development of human resources planning and policy is reviewed, and the work of such major theorists as Taylor, McGregor and Drucker is contrasted with modern Japanese and European ideas. 7 pages, 12 footnotes, 6 bibliographic sources.
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$49
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08104. IMPACT OF OFFICE AUTOMATION ON OFFICE PERSONNEL. Examines the negative impact of office computer usage on the morale and productivity of office workers. Health hazard potential, lack of training, ineffectual training, improper equipment, workload expectations, and techno-phobia are viewed from the office worker's perspective. Discusses strategies to remedy worker-perceived problems and business organization's responsibility to do so. 25p. 43f. 16b.
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$133
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08096. THEORY Z BUSINESS MANAGEMENT AND A SYSTEM OF ETHICS. A study of Japanese Theory Z management as a model for an ethical system of business management. Includes background and definition of Theory Z and comparison of Theory Z with American management theories. 8 pages, 6 footnotes, 2 bibliographic sources.
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$56
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08085. A SOCIOLINGUISTIC APPROACH TO BILINGUAL EDUCATION. A book review based on data collected in a case study of a bilingual educational program for Mexican Americans. Background information and issues regarding bilingualism, as well as a critique of the work, are included. 11p. 10f. 1b.
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$77
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08012. QUALITY CIRCLES: COMPARING JAPANESE AND AMERICAN APPLICATIONS. An overview of the quality circle as applied in Japan and American manufacturing. History of the quality circle and a discussion of the differences between quality circles in Japan and the U.S. Analysis of the effectiveness of quality circles. 16 pages, 17 footnotes, 19 bibliographic sources.
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$112
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07660. ANALYZING PERFORMANCE PROBLEMS: A BOOK REVIEW. Summary and review of this 1970 "how-to" book by Mager and Pipe. Problems are either a lack of skill or not; if lack of skill, train the workers or simplify the job; if not, management must provide the motivations for and remove obstacles to the desired performance. The book represents a simplified form of behavioral psychology, yet is effective and worthwhile as a guide for managers. 5p. 1b. notes in text.
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$35
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07613. TRACY KIDDER'S SOUL OF A NEW MACHINE. Summary and review of this best-selling book which gives a detailed look at the designing of a new computer. Favorable review is most impressed by Kidder's ability to explain computer jargon and the view he gives of teamwork in action. 6p. 1f. 1b. Notes in text.
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$42
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07489. POLICE PERSONNEL SELECTION. An examination of the testing and selection procedures used by police departments for entrance-level candidates. The focus is on psychological screening and the use of assessment center techniques to predict the performance of potential police officers. 14 pages, 16 footnotes, 17 bibliographic sources.
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$98
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07433. INDUSTRIAL RELATIONS IN AUSTRALIA. Scholarly overview of labor relations and economic history in Australia. Includes summary of culture, politics, and economic history; history of strong labor movement; Australia's unique system of compulsory arbitration, how it began and how it works in theory and practice; management rights and management unwillingness to anger unions; how arbitration evolved into national wage policy, and how this has become major issue for the new labor government of Bob Hawke. 15 pages, 31 footnotes, 9 bibliographic sources.
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$105
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07421. THE MONDRAGON EXPERIMENT. Summary of the principles of cooperative management used at the mondragon group of worker-owned cooperative businesses in Spain, and essay on whether these principles have relevance in America. Finds that the principles of limiting income differences between workers and managers and strong self-discipline might work in groups that shared common goals, but would be difficult for most inidividualistic, self-seeking Americans. 6p. 4f. 1b.
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$42
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07416. A MODEL METHOD OF IMPROVING/ENHANCING COMMUNICATIONS IN A PUBLIC OR PRIVATE ORGANIZATION. A comprehensive survey of communications problems and methods, including major factors affecting communications in an organization (human environment, physical environment, etc.), analysis of formal and informal communications and their effectiveness, and several techniques for improving communications: analyzing communications flow, establishing employee committees, face-to-face conferences, and using sociometric techniques to determine patterns of informal communications. 18 pages, 27 footnotes, 17 bibliographic sources.
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$126
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07021. MANAGEMENT BY MOTIVATION. Comprehensive overview of motivation theories of management. Includes the theories of: Taylor, Maslow, Herzberg, McGregor, Vroom, Lawler & Porter. Good theoretical discussion of differences between behavioralist theorists and motivation theorists (and why behavioralists are wrong); the modern synthesis of motivation techniques as revealed in recent books by Rosenbaum, Ford, and Ouchi. 17 pages, 33 footnotes, 7 bibliographic sources.
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$119
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07013. THEORY Z AND AMERICAN BUSINESS. an analytical book review of Ouchi's book Theory Z, focusing on how and why this theory of business management stresses long term, cultural and philosophical changes in the structure of American business. 11p. 14f. 1b.
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$77
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06617. SUCCESSFUL MODERN MANAGEMENT. A studv of the organizational structure of businesses, based on the theme that successful business today depends on the management of personnel. The view of Drucker, Ordione and Sayles on management by objectives with regard to personnel are reviewed. 7p. 4f. 3b.
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$49
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06354. MOTIVATION OF BLUE COLLAR WORKERS. This paper provides a study of the problems of productivity and motivation in the American blue collar workers, looking at changing attitudes, unions and motivation, flextime and other related aspects of the blue collar lifestyle. 10 pages, 9 footnotes, 5 bibliographic sources.
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$70
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06204. SOME MEANS OF INCREASING PRODUCTIVITY THROUGH WORKER NEED SATISFACTION. Very good overview of programs to increase productivity. Includes psychological theories of Maslow and Vroom, review of various types of monetary and non-monetary incentives for workers; prefers programs that meet the 'intrinsic' needs of workers rather than their external needs. 16 pages, 10 footnotes, 8 bibliographic sources.
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$112
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06159. THE USEFULNESS AND VALIDITY OF TESTS IN SELECTING SUPERVISORS. Careful overview of the question of testing to determine qualifications of business supervisors. Theory of job testing; reviews eight tests available on the market; emphasizes that tests are an aid to selection decisions, not a substitute for discretion and decision. 15 pages, 14 footnotes, 5 bibliographic sources.
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$105
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06044. FLEXTIME AND THE SHORTER WORKING WEEK. An account of the penetration of flextime into organizations in the U.S. and the generally beneficial effects that it has for the workforce. There is a brief look at the shorter working week in the conclusion. 6p. 6f. 5b.
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$42
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06019. THE MANAGER AS DEVELOPER OF HUMAN RESOURCES. This paper provides an overview and analysis of the HR (human resources) functions and responsibilities of the manager. Specific topics addressed include supervision and delegation, hiring and interviewing, performance review, discipline, supervision, and training and development. KEYWORDS: hrm personnel management employee developing supervision. APA Style. 8 pages, 7 footnotes, 6 bibliographic sources.
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